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Given the rapidly changing socio-economic context, organizations today are taking a number of social measures. This includes the adoption of the management of gender diversity, however, it will be necessary to develop a scale of measurement to assess the level of diversity management related to gender in organization.

My goal is to get a cross-disciplinary perspective.

Gender diversity = implication of women at any level of decision making, so could gender diversity precipitate productivity?

Although they are not equal they should get the equal treatment based on equity.

Are there studies that examine the economic situation or the working conditions of a minority within another minority in the ethnic economy? Thanks.

Ethnic, gender, or generational diversity?

As awareness of corporate sustainability grows and organizations around the world adopt ESG, what is harder to achieve in top management? Ethnic, gender, or generational diversity?

If employers in global are stating that they are providing equal opportunity, then whats the point in asking personal details such as gender, ethnicity etc

Most of the work on boardroom diversity addresses gender diversity. Few studies now include ethnic diversity in the boardroom. Yet, there is dearth of understanding of sexual orientation and disability diversity in the boardroom. Would you think that we will have soon charters, initiatives and research projects on this topic? If there are any new initiatives on sexual orientation diversity and disability diversity in the boardroom, I would love to join and support.

I am a future PhD student and I am looking for models of best practice reference to programs or strategies adopted to improve gender diversity, especially in leading positions and positions of authority

For a new study, we want to assess the subjective perception of attitudes of an individuals' family, friends and broader surroundings, on sexual and gender diversity. Reseach of course shows the influence of the norms and values that are present around us, on how we think of ourselves and how safe it might be to disclose certain aspects of our identity to others. In our target group of transgender and gender diverse individuals, the Gender Minority Distress and Resilience scale is often used. However, we feel it does not fully measure the subjective perception of how 'safe' coming-out or disclore could feel. Does anyone have a suggestion, maybe from the broader field of LGBTQIA+ field?